PROPOSAL

FOR SERVICES

October 2014

Professional Recruitment Services
Exhibit B
General Proposal Requirements

COVER LETTER

PROACT Search is pleased to submit this proposal for executive search consulting services for the State of
Michigan. We understand that your State is in the process of hiring a new Superintendent of Public Instruction and
we are excited about the opportunity to work with you. We are based in Chicago and have extensive experience
helping School Districts and State Departments find Superintendent's and Commissioners in the Midwest and
Nationally.

The search process should be an exciting and unifying opportunity for everyone connected with the Michigan
Department of Education and the State Board of Education. You are not, as we know you understand, just hiring to
fill a position. The identification, recruitment, and selection of the type of educational leader you desire requires a
high level of initial confidentiality in the search process, and high level of confidence in your search firm.

We believe that our full range of educational and business expertise and consulting capabilities provides you with
contacts not available through many usual approaches to search. We assure you we do not have a stable of
ready candidates who want a new job. For each search that our firm does, we assemble a team that we believe is
best suited to meet the needs of the particular school district we are serving, and we recruit individuals who meet
the needs of your district at this time.

We are dedicated to serving the needs of our partners and have a great mission of ensuring that K12 school
districts nationally are prepared for the responsibility of finding their new leaders. We have spent the past year
pulling together our 15 years of experience and wrote a book, Searching For Super to help boards and search
committees like yours get a head start on navigating this complex search. We would be happy to send copies
separate from this proposal for the Committees review and use.

We are pleased to provide the attached brief and believe strongly that we possess the ideal experience and
commitment necessary to execute the requirements with the highest degree of success. We would be happy to
meet with you in person to discuss our process in more detail. For questions or clarifications, please contact me by
email at GarySo@PROACTSearch.com or by phone at 800.944.6129. I look forward to further discussion and
PROACT would be honored to serve in a search capacity for your Board.

Sincerely,

Gary Solomon
CEO, PROACT Search
1215 Washington Avenue, Suite 300
Wilmette, IL 60091
garyso@proactsearch.com
Mobile Phone: 312.446.8917

TABLE OF CONTENTS

COVER LETTER .................................................................................................................... 2

TABLE OF CONTENTS........................................................................................................... 3
EXHIBIT B: GENERAL PROPOSAL REQUIREMENTS .................................................................. 4
EXHIBIT B: FINANCIAL REPORT 2013 ..................................................................................... 9
COMPANY PROFILE ........................................................................................................... 10
PROJECT SCOPE OF WORK: SUMMARY OF SEARCH PROCESS ................................................ 12
PROJECT SCOPE OF WORK: SEARCH PROCESS DETAILED OUTLINE ...................................... 13
PROJECT SCOPE OF WORK: ROLES AND RESPONSIBILITIES .................................................... 17
PROJECT SCOPE OF WORK: SAMPLE AD PLAN...................................................................... 20
SAMPLE TIMELINE............................................................................................................. 21
PROJECT PERSONNEL ........................................................................................................ 22

EXHIBIT B: GENERAL PROPOSAL REQUIREMENTS

Below, please find our response to each question as outlined on pages 9 and 10 of the RFP.
Following these General Proposal Requirements, please find our supplemental proposal
information that speaks more in detail to the Scope of Services as outlined in the RFP.


Bidder Responses
1. Company Contact Information

Sole contact during the RFP process. Include
Krissi Osborn, Executive Director
the name,
PROACT Search
title, and contact information (address, e-mail 1215 Washington Ave, Suite 300
and phone
Wilmette, IL 60091
number).
krissio@proactsearch,com
800 944 6129
Sole contact authorized to receive and sign
Thomas Vranas, President
any resulting
PROACT Search
Contract (address, e-mail and phone number)/ 1215 Washington Ave, Suite 300
Wilmette, IL 60091
thomasv@proactsearch,com
800 944 6129


2. Company Background Information

Legal business name and address.
PROACT Search, LLC
1215 Washington Ave, Suite 300
Wilmette, IL 60091
What State is your business incorporated in?
Illinois
Phone number.
800 944 6129
Website Address
www.proactsearch.com
Number of years in business and number of
17 years, 8 full-time employees, over 50
employees.
consultants in the field across the country
Legal business name of any applicable parent Not Applicable
company and address.
Has there been a recent change in the
No
organizational structure (e.g., management
team) or a change of control (merger or
acquisition)? If so, why and how has it affected
the company?
History of company and if growth has been
Organic Growth
organic, through mergers and acquisitions, or
both?

Has your company had any contract

terminated for contractor default in the last 3
years? If yes, explain when and the reasons for
the termination.

3. Business Owned by Qualified Disabled
Veteran

4. Experience with the State of Michigan.
Does your company have experience working
with the
State of Michigan? If so, please provide a list
(including the contract number) of the
contracts you hold or have held with the State
for the last 10 years.

5. Gross Annual Sales
Contractor must identify the gross annual
sales for the last 5 years.

If the award of any resulting contract will

increase your gross revenue by more than 25%
from the last years sales, explain how you will
scale up to manage this increase.

6. Experience
Please describe at least 3 relevant recent
experiences, including the contact name,
address, email, and phone number, supporting
your record of successful execution of state
superintendent search processes or other
significant educational leadership positions
similar to the scope for the Contract Activities
defined by this RFP. Include a complete
description of the scope of Contract Activities
(services) provided; the total project cost; the
start and end dates of the project; and the
results obtained.

No

Not Applicable


Not experience working with the state. We
did work with the EAA in 2010.

Please find our financial reports for 2013
following this response. Sales for the past five
years are reflected in this report. Additional
information on financial information will be
provided upon request.
Not applicable.

PROACT Search has extensive experience,
nationally, conducting Superintendent and
Cabinet-Level Executive Searches. A more
complete list can be founded in our attached,
supplemental proposal. Below is a list of three
relevant and recent experiences with clients
contact information.

District: Nebraska State Department of
Education
Address:
301 Centennial Mall South
P.O. Box 94987

Lincoln, NE 68509-4987
Student Enrollment: 303,000
Date of Service: May-December, 2013
Commissioner Hired: Matt Blomstedt
Contact: Patricia Timm, Board Chair,
patriciatimm04@gmail.com, (402) 471-5024
Services: Executive Search Services for a
Commissioner of Education for the State of
Nebraska. PROACT Search conducted all
services as outlined in our supplemental
proposal (all services as described in the Scope
of Work for this RFP).
Cost: $25,000

District: Oklahoma City Public Schools (OK)
Address: 900 North Klein, Oklahoma City, OK
73106
Student Enrollment: 45,000
Date of Service: September 2013-March 2014
Superintendent Hired: Robert Neu
Contact: Lynne Hardin, Board President,
lhardin@okcps.org, (405) 361-4491
Services: Executive Search Services for a
Superintendent of Schools for OKCPS.
PROACT Search conducted all services as
outlined in our supplemental proposal (all
services as described in the Scope of Work for
this RFP).
Cost: $28,000

District: Dallas ISD (TX)
Address: 3700 Ross Avenue, Dallas, TX 75204
Student Enrollment: 157,000
Date of Service: September 2011-April 2012
Superintendent Hired: Mike Miles
Contact: Lew Blackburn, Board Member
(Board President at time of search),
lew@lewblackburn.com, 214.232.6380
Current Board Chair : Miguel Solis, Board

President (not Board President at time of

search), miguelsolis@dallasisd.org, (972) 925-
3721
Services: Executive Search Services for a
Superintendent of Schools for Dallas ISD.
PROACT Search conducted all services as
outlined in our supplemental proposal (all
services as described in the Scope of Work for
this RFP).
Cost: $55,000



Timelines and milestones for recent
Dates of service for each of the three searches
experiences.
are listed above. In addition to this
information, in the supplementary proposal,
we have provided the State of Michigan with a
sample timeline that outlines each step of the
process and the amount of time suggested to
complete each stage as well as suggested key
milestone dates.


7. Strategic Relationships

Explain any partnerships and strategic
The SUPES Academy
relationships you currently have or have used PROACT Search is a founding member of The
that would bring significant value to the State, SUPES Academy, a leadership development
and how that relationship will bring value to
program that prepares over 50 current and
the State.
aspiring leaders in K-12 education every year.
Since its founding, over 500 educational
leaders have graduated from the SUPES
Academy and over 150 cohort graduates have
gone on to become Superintendents.

Our familiarity with the specific and practical
demands of the superintendency, and high
performing up and coming talent provides a
more holistic perspective on the qualifications
of each candidate.

AASA
Through the SUPES Academy, PROACT has a
unique and valuable relationship AASA.

In 2013, our sister company, The SUPES
Academy, was selected as the exclusive
partner
for
the
AASA
National
Superintendent Certification Program. This
year, SUPES will be hosting three National
Superintendent Certification programs with
AASA. This unique relationship gives PROACT
unfettered access to AASA members, state-
level AASA affiliates, and national support
organizations.


8. Principal Place of Business.

The Contractor must identify the location (city, Wilmette, IL 60091
state and zip code) that would have primary
responsibility for this account if awarded a
contract.


9. Standard Contract

The Contractor must affirm that it agrees with We agree with the standard contract as
the Standard Contract Terms, or if it does not outlined in the RFP.
agree, identify the specific exceptions to the
Standard Contract Terms. Exceptions must be
listed here and Contractor must provide a
redline version as an attachment.

EXHIBIT B: FINANCIAL REPORT 2013

Please find below our financial report for 2013 as supplemental information to number 5, Gross
Annual Sales, above.

COMPANY PROFILE
PROACT Search, LLC, has grown since our founding in 1997 by maintaining company ideals of
best-in-class operations, personal attention from all members of the ownership and
management team and only engaging in a select number of engagements concurrently.

PROACT Search is located at 1215 Washington Ave, Suite 300, Wilmette, IL, 60091. PROACT
Search is owned and managed by Gary Solomon, CEO and Thomas Vranas, President. In
addition, PROACT Search has a Vice President of Sales, two Senior Vice Presidents, an Executive
Director and Assistant Director of Operations. In addition to our full time staff, PROACT Search
has over 50 consultants in the field, along with a staff of recruiters and research analysts.

The professionals at PROACT Search understand the pressures that today's school boards and
state and district executives face. More importantly, we know how to effectively assist schools,
districts, state departments of education, and the people who run them in overcoming these
challenging circumstances. We have worked with hundreds of organizations in a variety of
industries on all types of executive search and management issues. In addition, our founder
consultants in the field all have a great deal of firsthand experience working in public education.

Below is an outline of our past experience placing Superintendents in districts across the
country.

**Superintendents are still in this position.

District

Year

State

Students

Placement

Tenure

Advance Baton Rouge Charter Schools

2009

LA

1600

Hank Sheppard

Anchorage

2011

AK

49,000

Jim Browder

Austin ISD

2009

TX

87,000

Meria Carstarphen

Baltimore City

2007

MD

83,800

Andres Alonso

Bibb

2010

GA

25,000

Romain Dallemand

Canutillo ISD

2013

TX

6,000

**Pedro Galaviz

Charlotte-Mecklenburg Schools

2012

NC

136,000

**Heath E. Morrison

Cincinnati

2002

OH

42,500

Alton Frailey

Cleveland Metropolitan SD

2011

OH

45,000

**Eric Gordon

ConVal SD

2013

NH

2,500

**Brendan Minnihan

Dallas ISD

2012

TX

157,000

**Mike Miles

DC

2004

DC

65,000

Clifford Janey

East Baton Rouge School System

2012

LA

43,000

**Bernard Taylor, Jr.

El Paso ISD

2013

TX

64,000

**Juan Cabrera

Elgin

2008

IL

40,000

Jose Torres

Florida Dept. of Ed

2007

FL

2,700,000

Eric Smith

Hays CISD

2013

TX

15,000

**Michael McKie

Hillsborough

2005

FL

187,000

**MaryEllen Elia

Illinois State Board of Education

2002

IL

2,070,000

Robert Schiller

Indianapolis Public Schools

2005

IN

39,000

Eugene White

Jennings

2012

MO

3,000

**Tiffany Anderson

Kansas City

2006

MO

28,000

Anthony Amato

Las Cruces

2006

NM

23,000

**Stan Rounds

Manchester

2013

NH

15,500

**Debra Livingston

Memphis

2003

TN

118,000

Carol Johnson

Millard Public Schools

2014

NE

22,000

**Jim Sutfin

Just Placed

Montgomery County

2004

AL

33,000

Carlinda Purcell

State of Nebraska

2013

NE

303,000

**Matt Blomstedt

New Haven

2013

CT

22,000

**Garth Harries

Newark

2008

NJ

44,500

Clifford Janey

Norfolk

2005

VA

36,000

Stephen Jones

Norwalk

2013

CT

11,000

**Manny Rivera

Oklahoma City Public Schools

2014

OK

43,000

**Rob Neu

Just Placed

Omaha

2012

NE

49,000

**Mark Evans

Portland

2012

ME

7,000

**Emmanuel Caulk

Portland

2007

OR

47,000

**Carole Smith

Portland

2004

OR

47,000

Vicki Phillips

Racine

2008

WI

21,000

James Shaw

Richmond

2013

VA

23,400

**Dana Bedden

Round Lake CUSD

2009

IL

7,000

**Constance Collins

Savannah-Chatham

2005

GA

34,700

**Thomas Lockamy

Seattle

2003

WA

48,000

Raj Manhas

Socorro ISD

2012

TX

42,569

**Jose Espinoza

St. Louis

2008

MO

36,000

**Kelvin Adams

St. Louis

2004

MO

36,000

Creg Williams

St. Paul

2006

MN

41,000

Meria Carstarphsen

Toledo

2006

OH

30,000

John Foley

Tucson

2013

AZ

53,000

**HT Sanchez

Yorkville CUSD

2009

IL

5,400

Scott Wakeley

PROJECT SCOPE OF WORK: SUMMARY OF SEARCH PROCESS

Phase V
1-2 Weeks

Phase IV
1 Week

Phase III
5-7 Weeks

Phase II
4-8 Weeks

Phase I
1 Week

On the following pages, please find descriptions of PROACTs search process.

Below is a visual outline of the various phases of the search process that were outlined in detail
in the previous section.

Kick O and
Preparason

Community
Engagement

Recruitment
and Screening

Presentason
and Selecson

District
Interviews

Kick O Meesng and Inisal Documentason, Clarify Roles and Responsibilises

Discuss Search Process in Detail
Prepare Job Descripson, Customized Applicason, and Markesng Materials
Research potensal candidates, recruisng targets, organizason, etc to reach out to throughout the
recruitment process

Arrange for a variety of community engagement acsvises to idensfy desired characterisscs,

including but not limited to: Interviews, Focus Groups, Public Hearings, Town Hall Meesngs, and an
Online Survey
PROACT to compile a Community Engagement Report and Posison Prole to be used in the
recruitment and evaluason process

Reach out to high-t, potensal targets through email, calls, and face-to-face visits
Local/state regional/nasonal newspapers
Other educason publicasons and websites
PROACT conducts Interviews with high-potensal applicants

Present top 8-12 candidates to district

Applicant materials to include: Candidate Summary, Resume/Bio, Interview Rubric and
Notes, Applicason Responses, Public Domain Search, Reference Checks
Select semi-nalist candidates for interview process

Coordinason of interviews between selected semi-nalist candidates and district (phone,

skype, or in-person)
PROACT completed full background checks in advance of nal round interviews with
district
District selecson, oer, and hire of a nal candidate

PROJECT SCOPE OF WORK: SEARCH PROCESS DETAILED OUTLINE

Below, please find a detailed outline of our proposed program for executing our search
services.

PHASE I: Kick-off and Preparation

1.

Kick-Off Meeting
Develop activities and a detailed time line (work
plan) for the search, including reviewing
qualifications, competencies, selection criteria,
legal requirements, newspaper and educational
publications, announcements, search calendar,
compensation package, industry salary analysis,
and community engagement activities
Identify issues and expectations for the position.
Assist the Board/stakeholders in developing and
implementing strategies to involve internal and
external stakeholders in the search process
Clarify Roles and Responsibilities of PROACT and
the Board/Search Committee
Create Internal Communications Plan
Discuss Stakeholder Engagement and Firms Role
Determine Search and Selection Procedures
Discuss the Recruiting for Candidates
Discuss the Screening Process and Preliminary
Evaluation
Discuss the Interviewing Process by the
Board/Stakeholders
Discuss the Selection and Search Closing Activities

PHASE II: Community Engagement and Profile

Development
2.

KICK-OFF MEETING
STAKEHOLDER ENGAGEMENT
RECRUITMENT + ADVERTISEMENT
REVIEW OF RESPONDENTS
SCREENING OF APPLICATIONS
FULL VETTING OF SELECTED
CANDIDATES
INTERVIEWING OF CANDIDATES
FINAL CANDIDATE DETERMINATION
FINALIST ACTIVITIES

Stakeholder Engagement Activities
Engagement activities include working with advisory
SEARCH CLOSING ACTIVITIES
groups and search committees to reach desired
outcomes
Arranging for and conducting a variety of
TRANSITIONAL ACTIVITIES
engagement activities to identify characteristics that
will serve as the recruiting and evaluation criteria:
Interviews of stakeholders, both internal and external, in-person and over the phone
Focus groups for Students, Employees, Parents and other groups
Planning and conducting public hearings
Virtual town hall meetings
Preparing survey to distribute to internal and external stakeholder groups
The Board must ultimately determine the nature and amount of stakeholder engagement in the search
and selection process based upon state law, stakeholder expectations or past involvement, and upon the
amount of time the Board wishes to devote to stakeholder engagement. We will advise the Board in
determining options for consideration.
We strongly believe that through these activities we can better understand what the Board and Michigan
State Department of Education need in their new executive, which ultimately helps us find the best fit

3.

candidates. Above all, stakeholders need to support the search process and the final selection. As smart
and effective executives know, with all the challenges and opportunities facing public education, they
cannot do the job alone. They need support from the Board, administrators, school districts, higher
education, community and advocacy groups, business and political leaders, and others.

Community Engagement Report and Finalization of the Position Profile
Following completion of community engagement, we will compile a comprehensive Community
Engagement Report that reviews the feedback and input received from the Board, Stakeholders, State
Department of Education and Community
Using this feedback, PROACT will put together a position profile to be used in the recruitment and
screening process as a guide to find the best-fit candidate
The PROACT team will compile and present the Community Engagement Report and Position Profile to
the Board prior to the stare of the recruitment period.

PHASE III: Recruitment and Screening

4.

5.

Recruitment, Advertisement and Communication Efforts

Advertisement Plan
We will work on developing an ad plan and ad copy for Board approval.
We complete all marketing materials in house with our design and marketing team.
We suggest a modest advertising plan and budget to place ads statewide and nationally in
newspapers, educational publications, and website postings through the state, national and
professional associations. Typically, when using a search firm, 60-70% of the candidates come
from the recruiting efforts.
Direct Recruitment and Communication
PROACT Searchs approach is to design a search strategy based on the unique needs of the State
Department of Education Rather than only reviewing and screening applications or self-
nominations, we proactively seek out candidates through our research and state/national
networks in the private, non-profit, and education sectors.
In any given search, we send out hundreds of letters or e-mails with a position profile and make
hundreds of phone calls to potential candidates and sources. To seek out qualified candidates,
we will contact:
a. Community/public leaders
b. Business executives
c. Successfully employed principals/superintendents/administrators
We ensure a gender and ethnic balance in the group of qualified candidates we present, and we
seek out traditional and non-traditional candidates with proven leadership records from school
districts, the private and non-profit sectors, as well as from universities/colleges and
governmental agencies.
Our national networks allow our clients to tap into the synergy of our vital connections across
the country in the following communities:
a. For-profit, business communities
b. Not-for-profit organizations
c. Traditional, K12 education districts and communities
d. Political leaders
e. Various state and national organizations in education
f. The Broad Academy for Superintendents, and other organizations that give rise
to non-traditional educational leaders
We do NOT have a pool of candidates. PROACT Search is NOT a group of retired school executives, with a
stable of friends and colleagues ready to take new jobs.

Screening of Applications/Respondents
We will perform an initial screening of applications and resumes utilizing an approved criteria and profile
checklist that is based on the finalized Position Profile initially developed with the Board.

We will conduct telephone and/or in-person interviews with all preliminary qualified candidates.
Based on those interviews, we will prepare comprehensive written summaries of the best qualified (or
designated number of) candidates whom we recommend for interviews.

PHASE IV: Presentation and Selection of Candidates

6.

7.

Presentation of Candidates
Following interviews, PROACT will determine the top candidates for presentation to the State.
For each of the candidates we select (typically 8-12) we will prepare a complete candidate file. A standard
candidate file will include the following:
Candidate Summary
Resume/Bio
Interview Rubric/Notes
Applicant Long-Form Responses
Public Domain Search
Reference Checks
Selection of Candidates
Following the presentation of candidates, we will then assist the Board members in determining which of
these candidates should be interviewed by the Board.

PHASE V: State Department Interviews, Selection, and Search Closing Activities

8.

Interviewing of Candidates
For the interviews, we will provide a number of materials to the Board to help in the evaluation and
ranking of candidates, including:
Interview guides
A selection of interview questions
Rating forms
A weighted rating system, using the Boards priorities, can be utilized to evaluate, rank, and
narrow the field of candidates. We will also brief and prepare the Board for the interviewing
process.
We will discuss options and recommend procedures for all interviews/site visits

9. Verification of Credentials//Background Checks
All credentials are validated, including academic credentials that are verified with registrars and/or
college deans; employment history with former employers; we also conduct literature searches,
consumer credit and criminal background investigations, as well as drivers license checks and social
security traces.

10. Coordinate/schedule the interviews of the candidates

11. Recommend or assist the Board in determining candidates for final consideration.

12. Assist the Board with the final interviewing process, arrange for on-site visits for each final candidate, and
participate in the process, if desired
Provide the Board with interview questions, comment cards, and any additional samples and materials for
interviews and on-site community forums
Arrange all logistics for community forums with the finalists
On-site to facilitate community and on-site forums


13. Search Closing Activities

As part of the search closing activities, we would call or send letters to all respondents/candidates or
prepare letters for the Board Chairs signature, if desired. We would also prepare any final reports or
summary of expenses and assist in the announcement of appointment, if desired.
If requested, we are available to support and advise the Board during contract negotiations with the
selected candidate.
Post-appointment debrief is scheduled at the Boards request to review the process and lessons learned.

14. Transition Services
No single transition plan accounts for the uniqueness of the State Department of Education, your new
Superintendent, and your Board. We customize recommendations based on our findings so you receive as
much or as little consultation as you require. Following a successful Superintendent Search, we continue
to support your State through several avenues, some of which may include:
Post-placement needs assessment review with the new Superintendent
Recommendations on 30, 60, or 90 day planning areas
Outlines of internal and external resources available, based on your needs assessment
Ongoing informal communication with your consultant to support sustained success

PROJECT SCOPE OF WORK: ROLES AND RESPONSIBILITIES

Below is a breakdown of each of the milestone tasks, by phase, and a matrix of responsibility.
We have outlined the tasks that PROACT will be responsible for, those that the Board will be
responsible for, and the estimated time commitment for the Board for each of the tasks.

PHASE

Task

PROACT Responsibility

Board Responsibility

Board Time
Commitment

PROACT to lead meeting and guide discussion

Phase I

Phase II

to finalize:
o Search Calendar
o Salary range
Attend and participate at
o Ad Plan
Kick-off Meeting
o Ideal characteristics
Kick-off
Offer necessary
o Compensation package
Meeting
PROACT to lead and guide conversation on
information for PROACT
community engagement
to begin the search
o Identify key individuals to reach out to
process
o Identify community groups to reach out to
o Offer suggestions for community
engagement involvement

PROACT to plan and schedule all community
engagement activities, including:
o Board Interview
o Community Forums
o One-on-one stakeholder meetings
Work with PROACT to
determine a list for
Create online survey to be distributed to the
Community Engagement
community for feedback on desired
Provide PROACT with
characteristics in the next Superintendent
Contact and conduct Board one-on-one
necessary Community
Stakeholder
interviews
Engagement information
Engagement
Contact and conduct Stakeholder one-on-one Participate in a one-on-
Activities
interviews
one interview with
PROACT Consultant
Contact community members and groups
Attend, as needed and
regarding engagement events
Work with district office to disperse invitations decided, community
engagement sessions
and post meeting dates, times, and locations
PROACT On-site to lead and facilitate all
community engagement meetings
Gather all feedback from Community
Engagement activities
PROACT to compile and review all feedback
from the various community engagement
activities, one-on-one interviews, and online
survey
Stakeholder
Put together a community engagement report
Engagement
Provide feedback on
outlining and highlights key trends from the
Report and
position profile
Community Engagement activities
Position Profile
Put together a first draft of a position profile
for Board Review
Following Board review and requested
changes, finalize position profile

1-2 Hours

(length of
meeting time,
approximate)

1-4 hours

(dependent
upon Board
involvement
through
community
engagement
sessions)

1 hour

Create customized webpage for the

Marketing and

Recruiting
Phase III

Superintendent Search, post the finalized

position profile, and create and post a
customized application for the search
Work with Board on determining a modest
and reasonable advertising plan to announce
the opening
Develop customized recruiting brochure,
marketing materials, and ad copy for the
position
Place all advertisements in various
newspapers, on websites, and with
organizations
Share any nominations
Research and reach out to, via email and
with PROACT
phone, potential candidates, sources and

recruits for the position. Sources to include,
but not limited to:
o Community Leaders
o Business Executives
o Successfully employed K12 Administrators
o For-profit organizations
o Not-for-profit organizations
o Various national and state organizations
actively involved with K12 Leadership
(NABSE, AASA, etc)
o The Broad Academy for Superintendents

Negligible

Thoroughly review all applicants and

Phase IV

Phase V

determine those who preliminarily qualify

Initial Screening
Conduct phone or in-person interviews with all
of Candidates
candidates that meet the Boards
qualifications
Prior to the presentation of candidates,
PROACT will review and select the top 8-12
candidates for presentation and prepare in-
depth candidate files on each candidate, to
include:
o Candidate Summary
o Resume/Bio
o Interview Rubric/Notes
Presentation
o Applicant Responses
and Selection of
o Public Domain Search
Candidates
o Reference Checks
Present and review the candidates with the
Board of education
Work with the Board on selecting semi-
finalists for first round interviews
Following selection of semi-finalists, PROACT
will conduct full background checks on each
candidate
st

1 Round
Interviews

Work with the Board on planning and

scheduling interviews, selecting locations, and

solidifying a process

None

Review candidate files

for selection of semi-
finalist candidates

Participate in interviews
and carefully consider
and review candidates

None

1-2 Hours

(length of
meeting time,
approximate)

Full day / Two

Half Days

 Provide the Board with materials to help in the

(typically each
interview will
last one hour)

evaluation and ranking of candidates,

including:
o Interview Guides
o Interview Questions
o Rating Forms
o Ranking System
Prepare any needed press packets on semi-
finalist candidates (if applicable)
Remain in constant contact with semi-finalist
candidates to ensure a seamless process
PROACT on-site to facilitate (if
needed/desired) and constant communication
with District point of contact throughout the
interview day(s)

Selection of
Finalist
Candidates

Following interviews, PROACT will work with

the Board to guide them in the selection
process of the finalist candidates
Follow up on any additional information on
candidates, as requested by the Board

Participate in the
conversation surrounding
the selection

1-2 Hours

(length of
meeting and
deliberation
time,
approximate)

Participate, as needed,
in any finalist activities

Variable,
depending on
scope

Participate in interviews
and carefully consider and
review candidates

Half Day

(typically each
interview will
last seventy-
five minutes)

Select Superintendent

1-2 Hours

(length of
meeting and
deliberation
time,
approximate)

Work with the Board on planning and

Any On-
Site/Finalist/
Stakeholder
Activities

Finalist Board
Interviews

Select and Hire

New
Superintendent

scheduling any on-site activities, district tours,

group interviews, public forums (scope
determined at outset of search)
Assist candidates and communicate with them
regarding final round interview activities
Facilitate any on-site community forums
Schedule finalist, Board interviews
Provide the Board with additional, more
specific interview questions and ranking
system for finalist interviews
PROACT on-site to facilitate interviews and
interact with candidates
Guide the Board, as needed, in the selection
process
Assist Board in Contract negotiations, as
needed
Prepare press packet for final candidate
selection announcement
Reach out to all respondents/applicants to
update them on the process
Prepare any final reports or summaries, as
needed


PROJECT SCOPE OF WORK: SAMPLE AD PLAN
Below is a sampling of how an advertising plan would be presented. In the past we have posted
to State Job Boards (some free, some charge); local newspapers; National Association of State
Boards of Education; Association of Latino Administrators and Superintendents; National
Alliance of Black School Educations; Hispanic Outlook in Higher Education; Women in High
Education; Education American Network Website; National Association of School
Superintendents; and more.

Description

Details

Direct Recruitment of Midwest Administrators
(IL, IN, WI, MI, MO, IA, MN, OH)

Direct Recruitment of NE Administrators
(NY, NJ, PA, MD, DE, VA, WV, MA, CT, NH, VT, ME, RI)

Direct Recruitment of SE Administrators
(KY, NC, SC, GA, TN, AL, FL)

Direct Recruitment of South Administrators
(MS, LA, AR, OK, TX)

Direct Recruitment of West/SW Administrators
(NM, AZ, CA, NV, OR, WA)

Direct Recruitment of Mid-State Administrators
(MO, ND, SD, NE, KS, WY, UT, CO)

AASA Job Bulletin

EdWeek


LinkedIn

Career Builder Website + USA Today

State Association of School Administrators

Private School Networks

New School Venture Fund

PROACT Search's Web Site + Blog

Supts/C-level
Administration

Supts/C-level
Administration

Supts/C-level
Administration

Supts/C-level
Administration

Supts/C-level
Administration

Supts/C-level
Administration

30 day listing

Newspaper + Website,
30 days

30 day listing

30 day listing

5000 views/month

Total Estimate


$500

$500

$500

$500

$500

$500

$575

$2,062.68


$200-400

$419

Prices vary

Included

Included
Included

SAMPLE TIMELINE
The timeline below would be a suggested timeline should the district desire to select a Superintendent by April,
2015. This timeframe can be modified to meet the needs of the Michigan State Department of Education.

PHASE II
Community Engagement
and Profile Development
4-8 Weeks

PHASE I
Kick-off and
Preparation
1 Week

PHASE of
SEARCH

Proposed Tasks
1.

Meet with District to launch search, establish timeline and key milestones.**

2.

Prepare materials, research recruiting targets, determine marketing and recruiting

strategy and avenues, develop ad plan and draft ad copy

Ongoing

3.

Stakeholder Engagement Activities: **

a. Board One-on-One Interviews
b. Community Forums
c. One-on-One Stakeholder Meetings
d. Community Meeting
e. On Line Survey
Stakeholder Engagement Report; Draft Position Profile; Finalize Position Profile**

November, 2014

4.

PHASE III
Recruitment and Screening
5-7 Weeks
PHASE IV
Presentation and Selection
of Candidates
1 Week

November

th

November 17

5.

PHASE V
District
Interviews
1-2 Weeks

Proposed Timelines

Marketing and Recruiting: Based on final position profile/job description

Local/state/regional/national newspapers

Other education publications and websites

E-mails, letters, calls, and face to face visits to referral sources and
potential candidates

December-January

6.

Requested application due date

January 2015

7.

PROACT to conduct preliminary telephone and/or in-person interviews with

preliminary qualified candidates

February 2015

8.

Prepare a complete candidate file on the top 8-12 candidates for presentation to
the district. File to include:
a. Candidate Summary
b. Resume/Bio
c. Interview Rubric/Notes
d. Applicant Long-Form Responses
e. Public Domain Search
f. Reference Checks
9. Board Reviews materials with PROACT Search and selects semi-finalist candidates
for the interview process **
10. Board Interviews Selected Semi-Finalists and selects finalists. PROACT conducts full
background checks on selected candidates
11. Board interviews selected finalists; conduct any on-site/stakeholder activities **

12. Select new Superintendent

**INDICATES PROACT ON-SITE

February 2015

February 2015
March 2015
March 2015
March 2015

PROJECT PERSONNEL
PROACT proposes Gary Solomon as the lead contact, while he, Michael Hinojosa, Margaret
Longo, Dale Robbins, Carl Harris, Thomas Vranas and Krissi Osborn will act as the search team.
Their biographies and contact information are listed below. Our team will be available through
the entire process, as needed by the Board.

In addition, we have over 50 consultants in the field who are used to recruit and screen
candidates, allowing our team to expand to accommodate a large candidate pool.

Gary Solomon CEO garyso@proactsearch.com 800.944.6129

Mr. Solomon is the current CEO of PROACT Search and of Synesi Associates, a group of
successful, urban school reformers that joined together to define a framework for district and
school level support services that are built to further the efforts of thoughtful school district
and building level leaders. Under his leadership, Synesi Associates has done work in the
Recovery School District of New Orleans, the Louisiana State Board of Education, The East
Baton Rouge Public School System, Kansas City, Missouri School District, and finally, Los Angeles
Unified School District.

Before breaking out on his own, Gary Solomon served as Vice President of Sales and Marketing
for The Princeton Review, and was responsible for rebuilding the sales organization into a
senior consultative team focused on creating custom solutions in the areas of assessment,
professional development and academic intervention. During his 6 years with The Princeton
Review, where annual revenue goals were exceeded by an average 150%, Solomon was
fortunate to do significant business in many of the top 50 urban districts in the country and
work with some of the best and brightest reformers in K12 education, in locations such as
Chicago, Philadelphia, Baltimore City, Prince Georges County, Baltimore County, Charleston,
Anne Arundel County, New York, Los Angeles, and Denver.

A graduate of the University of Illinois, Solomon holds a Masters in Education Arts from
Northeastern University, and resides with his wife, Pam, and three kids in north suburbs of
Chicago. For the past several years, Mr. and Mrs. Solomon have been involved in a variety of
different charitable activities and co-founded the DaVinci Foundation, an educational non-profit
based upon renaissance ideals that was established to provide equitable high school
opportunities for inner city students.

Thomas Vranas President thomasv@proactsearch.com 800.944.6129

Thomas brings an extensive background in educational management in the private sector, as
well as numerous start-ups across various industries. He recently served as Vice President at
one of the largest publicly traded test preparation companies where he was directly responsible
for their sales teams as well as online learning division. Previously Thomas built an urban
tutoring program in Chicago to service over 8,000 students with recognition for a quality
program from the local and national government. Thomas has also started-up a wireless
internet company, a sales and marketing company as well as a boutique Venture Capital firm.


Thomas has been published by the Northwestern Press for his work in political economics and
has published a guide book on the executive search process for school districts. Thomas is an
active Hospital Magician at Open Heart Magic, a non-profit that provides bedside magic for
children in hospitals, Habitat for Humanity, Northwestern University and Steppenwolf Theatre.
He's been a guest lecturer at Northwestern University, where he earned his B.A. in Economics
and Slavic Languages.

Michael Hinojosa Senior Associate michaelh@proactsearch.com 800.944.6129

Since June 2011, Dr. Michael Hinojosa has served as superintendent of the Cobb County School
District, the nations 25th largest school district with a student population of approximately
107,000. His career in public education, from teacher and coach to superintendent of six school
systems, spans more than three decades. Prior to joining Cobb, Dr. Hinojosa served as a
superintendent/CEO for the Dallas Independent School District in Texas.
With a firm belief that education and not environment is the key to a students success, he has
led several school districts to improved student achievement. Dr. Hinojosas recognitions
include being named 2002 Superintendent of the Year by the Texas Association of School
Boards and 2005 Superintendent of the Year by the University of Texas at Austin. He was
honored as Distinguished Alumnus by the College of Education at Texas Tech University and is
past president of the Texas Association of School Administrators.
Dr. Hinojosa holds a doctorate in education from the University of Texas at Austin. He and wife
Kitty have two sons, one attending Princeton University and another who recently graduated
from Harvard University. He has a son from a previous marriage who graduated from Texas
Tech University.

Margaret Longo Senior Consultant margaretl@proactsearch.com 800.944.6129
Dr. Margaret Longo serves as the Interim Co-Director of the ECHO Joint Agreement. In addition,
she works with Chicago Public School Principals providing mentoring and support. She
previously served as Superintendent in Forest Ridge Elementary School District 142. She is Past
President of the Illinois Association of School Administrators South Cook, the largest region in
the State of Illinois. A strong public education advocate, she was instrumental in the closing of
the Regional Office of Education for Suburban Cook County and has provided legislative
advocacy information and support for her fellow superintendents. Dr. Longo served on the
SCOPE Board, the Southwest Cook County Cooperative Board and serves or has served on
various private school and organizational boards including the WSNA providing professional
development to educational administrators throughout Illinois. In addition, she has led
strategic planning efforts for public and private schools and also led those efforts for a local
suburban municipality. Dr. Longo works as a consultant and has been involved in evaluation and
planning for school districts and has been involved in several major national superintendent
searches. Dr. Longo serves on the Illinois Education Roundtable and was elected to the Illinois
Association of School Administrators Advisory Board representing women superintendents
throughout the state. As a leader, her school was named a United States Department of
PROACT SEARCH | T 800.944.6129 | F 866.929.0374 | www.PROACTSearch.com

Education National Blue Ribbon School and she has served as a national evaluator for Blue
Ribbon Schools. She has received recognition as an outstanding instructional leader from the
Illinois Service Center 4 and the Illinois Association of Supervision and Curriculum Development.

Dale Robbins Senior Consultant daler@proactsearch.com 800.944.6129


Dale Robbins recently completed a thirty-six year career in the Georgia Public Schools having
served twenty years as a teacher and administrator for the Clayton County School District of
50,000 students, followed by sixteen years in the Gwinnett County School District with 164,000
students. In Gwinnett County, he served in several executive level leadership positions
including social studies curriculum coordinator, high school principal, area superintendent and
associate superintendent.

Having served on the Superintendents Cabinet and Executive Cabinet, he was closely involved
in the planning and execution of strategic priorities and initiatives for the district that ultimately
led to the awarding of the 2010 Broad Prize for Urban Education. This district award
represented the tireless efforts of over 22,000 employees including 11,500 certified staff
members. Accountability for student achievement was the foundation of a collaborative culture
of continuous improvement in which student engagement and differentiation of instruction
were cornerstones for successful learning strategies.

Robbins earned his bachelors degree and a masters degree in social studies education at the
University of North Carolina at Chapel Hill, specialist degrees in secondary social studies at West
Georgia College and administration and supervision from the University of Georgia. He was a
member of the first cohort with the Georgia Leadership Institute for School Improvement
(GLISI) and also participated in the Governors School Leadership Institute. In July, 2011, he
participated in the Public Education Leadership Project at the Harvard University School of
Business.

Mr. Robbins has been published in the Clearing House Journal for Education Leaders. He serves
on the Board of Advisors for Gwinnett Clean and Beautiful and the Board of Directors for the
Gwinnett Student Leadership Team program. During his career as an educator, he received
honors for excellence from the Daughters of the American Revolution, Phi Delta Kappa, and the
Georgia Council for Social Studies.

Carl Harris Senior Consultant carlh@proactsearch.com 800.944.6129


In 2010, the U.S. Secretary of Education selected Dr. Carl E. Harris to be Deputy Assistant
Secretary of Education. This Presidentially-appointed position provided Carl Harris with the
opportunity to travel the U.S. and U.S. territories representing the Secretary and the White
House and strengthening his understanding of the issues of public schools.

Carl Harris was selected as a member of the inaugural Broad Urban Superintendents Academy,
a prestigious experience that is recognized for training education leaders of some of the largest
PROACT SEARCH | T 800.944.6129 | F 866.929.0374 | www.PROACTSearch.com

school districts in the country. At that time, Dr. Harris was superintendent of the 8,000 student
Franklin County Schools, North Carolina.

Shortly following this experience, he was tapped by the 8th largest North Carolina school
district, Durham Public Schools, to be the Superintendent. In Durham, Carl Harris was able to
rally business support through the formation of the Superintendents Business Advisory Council,
created six small innovative high schools, and focused on academic advancement for all
students, including expanding the academically gifted program to reach a broader audience of
students.

As an educator, former Superintendent Harris believes in the importance of preparing the
school leaders of tomorrow. Until he joined the U.S. Department of Education and even with
the demands of a large school district superintendents role, Dr. Harris served as an adjunct
professor in the education department at one of his alma maters, North Carolina State
University. In that role, he used his experiences as a teacher, coach, assistant principal,
principal, and central office administrator to help guide up and coming educators. His fellow
superintendents named him to lead their regional network and selected him as Central Carolina
Regional Superintendent of the Year.

Krissi Osborn Executive Director of Operations and Recruitment krissio@proactsearch.com
800.944.6129

Krissi runs all Operations and Recruitment for PROACT Search. In her role with the company,
she has additionally established an award winning internship program exclusively with
Northwestern University. Krissi is an active member in her Chicago community, volunteering as
an ESL Tutor in Albany Park, as well as on the executive board for a community outreach group.
Krissi graduated from Northwestern with a Bachelors degree in Psychology and History from
the Weinberg College of Arts and Sciences.

PROACT SEARCH | T 800.944.6129 | F 866.929.0374 | www.PROACTSearch.com

COST BREAKDOWN
We propose to conduct a fully executed search for a cost of $20,000, with a one-year
guarantee.

This includes all consultant and search services as presented in this proposal. Each of our
search team members will be dedicated to this search from start to finish, and as full-time
employees, our work is not limited to number of hours, but provides the search an unlimited
time commitment of our team. We will never charge additional fees for work in this search, nor
will PROACT ever charge additional fees for other services such as a customized website,
telephone, fax, mailings, delivery services, and postage costs in recruiting, screening, qualifying,
interviewing, and presenting of candidates.
This fee (not including advertisement costs and travel fees) will be paid in three equal
installments according to the following plan.
a.
b.
c.

First installment upon execution of contract.

Second installment upon delivery of candidates.
Final installment upon successful hire of a candidate.

Additional Expenses:
Additional expenses will result from the consultant and candidate travel to the state and
marketing and advertising fees

In a search of this size and complexity, we would assume that consultant and candidate travel would
range between $1,000 and $3,000, depending on the number of candidates selected and visits requested
of the consultant.

Marketing and advertising typically ranges between $1,000 and $3,000, however, it is
ultimately based on what the Boards final determination is on their advertising plan. We will
work with you to come up with an effective marketing plan for your search.

Phase

Service

Kick-off and Preparation

Fixed
Costs
$2,000

Community Engagement

$4,000

Recruitment and Screening

$6,000

II

III

Initial meeting with Board

Drafts of marketing materials
and Application
Conduct Community
Engagement
Develop Community
Engagement Report and Position
Profile.
Post all advertisements and
reach out to targeted candidates

Variable
Note
Expenses**
$500
Expenses include an
estimated cost for
consultant travel to the
district.
$1,000
Estimated travel expenses
for a team of two
consultants conducting
engagement for two days.
$1,000

Expenses include an
estimated advertising

PROACT SEARCH | T 800.944.6129 | F 866.929.0374 | www.PROACTSearch.com

IV

TOTAL

Review credentials, interview

high-fit candidates, and select
candidates for presentation

Presentation and Selection

$3,000

$500

District Interviews

$3,000

$2,000

Prepare and present full

candidate files on top 8-12
candidates
Meet Board to discuss and
identify top candidates for
interviews
Provide samples, templates, and
guidelines for District interviews
Full background, criminal and
financial checks
Provide guidance and arrange
logistics through entire
interview process

$20,000
$5,000
$25,000

cost. Advertising will

ultimately be decided
upon by the Board and
this cost may be higher or
lower.
Expenses include an
estimated cost for
consultant travel to the
district.

Expenses include an
estimated cost for
candidate travel to the
district.

**Total fee is based on
expenses listed above
and is subject to change.

We will never charge additional fees for work in this search, nor will PROACT ever charge
additional fees for other services such as a customized website, telephone, fax, mailings,
delivery services, and postage costs in recruiting, screening, qualifying, interviewing, and
presenting of candidates. Weve created this pricing model so our district and state partners
can know exactly what the full cost of the search will be in advance of beginning the work.
**These costs are customizable to the needs of the Michigan State Board, but this is the typical
charge in a search of this size and complexity.

PROACT SEARCH | T 800.944.6129 | F 866.929.0374 | www.PROACTSearch.com